How to Build an Effective Employee Onboarding Process

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Many employers make the mistake of thinking that hiring is the hardest part of an employee’s journey. While it is important, it’s only the beginning.

The onboarding process is as equally important as the hiring process, if not more so. It’s the start of their (hopefully long and enjoyable) career working for you, meaning that it’s crucial that you get it right.

A poor onboarding process leads to a higher employee churn rate and a poor employer brand. In fact, up to 20% of employee churn happens in the first 45 days. That really doesn’t give you very long to make a great impression.

On the other hand, if an employee experiences a great onboarding process, they’re 69% more likely to still be there three years later.

So how do you create an effective employee onboarding process?

Get all the hardware ready

More than 42% of employees have started a job only to find that they don’t have the relevant equipment to work on. This includes a phone, a computer, and even a desk!

Be sure that you have all the equipment ready for your new hire before they start at your company. Even if they borrow someone else’s equipment while theirs is on its way, at least ensure that they have something to work on.

Set them up with the right software

There are lots of programs and applications that we use on a daily basis. Make sure there’s a company-wide list of what software different roles require, and if there are any licenses that need updating when new people take over the role.

If any new licences need acquiring, try to do this in advance. If this isn’t isn’t possible, at least invite the new hire to the software so that they can activate it themselves on their first day.

Ensure that your new hire is set up on the most important programs before they start. It’s important that things like email addresses, calendars, and other day-to-day programs are ready and waiting for them so that they can get started right away.

Give them time to train

There’s a lot to learn and a lot to take in when you first start a new job, so give them time to learn everything. Schedule training sessions into their calendar in advance, but don’t overwhelm them.

For training sessions that will take longer – for instance, using a complicated software – get different people to do each stage of the training process. This gives them the opportunity to meet other members of the team. It’s also a good chance for other team members to reinforce their knowledge.

You could even set them up with a mentor. This gives you more time to spend with the rest of the team and helps employees who may want to move to a more managerial role in the future get some experience.

Don’t overwhelm them

First days can be overwhelming. There’s a lot to take in, and your new employee may not remember everything straight away.

Don’t throw a ton of information at them as soon as they walk through the doors. Let them process it, and, if needs be, give them company policies and documents to take home and read at their own pace. They’ll be much more likely to take it in if they can read and process it at their own pace, not someone else’s.

Set clear objectives

Don’t just sit them down at a desk and tell them to get to work. Make it clear from the start what you expect.

Ask what they need from you to be successful in their new role, too. Continuous improvement is a key part of a successful onboarding process.

The sooner you set out these objectives, the sooner your new employee can start to work toward them.

Setting clear objectives sets them – and you – up for success.

Communicate company values

A company’s culture is one of the core elements that makes us stick around. It’s therefore important that you communicate your company’s core values.

This can be done with policies and documents, as well as including them in regular team meetings from the start. While they may not contribute at first, they will get a feel for how the team interacts and may be able to offer a fresh perspective on old problems.

Continuous improvement, embracing feedback, and learning from failure are just some of our values at Cronofy.

Use their fresh perspective

Your new employee will only be new for so long. Use this to your advantage.

Get them to look at pages and processes that you think need an overhaul. Their fresh pair of eyes will help you to see what’s wrong much faster and can suggest new ways to fix it that you may not have thought of.

Make them feel welcome

On average, it takes a new hire eight months to reach their full productivity. That’s why a well-organized, well-thought out onboarding process is so important. The more organized your onboarding process is, the faster your employees can begin to contribute to your team.

A disorganized onboarding process reflects badly on you and your company. It will lead new hires to think that that’s the kind of experience they can expect during their time there. First impressions matter, so be sure to make a good one.

Ultimately, you want to create a warm, welcoming environment for your new employee. The more comfortable you make them feel, the faster they’ll get settled and can get to work.

What are your top tips for a successful employee onboarding process? Let us know over on Twitter or LinkedIn!

Source: How to Build an Effective Employee Onboarding Process | The Cronofy Blog

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3 Tricks to Get Recruiters to Pay Attention to You

It can be hard It is hard to get a job these days.

There is an abundance of workers for a handful of jobs, and the competition is simply awful out there.

The only way to survive and get the job you want is to be different…stand out from the others.

To stand out from the others, you need to have your very own unique brand. A unique personal brand will put you in a favorable position with recruiters who may run a background check on you before calling you for an interview. It could be one of your assets.

Building a unique personal brand can be done in several ways. Follow these steps, and you’ll be called to job interviews even when you are not actively looking for a job!

Infographic Resumes

Infographic Resume Template

Unlike the traditional text-based resumes, infographic resumes tweak things up by adding the element of visual into it. What’s great about including visuals in your resume is that it increases your chances of standing out from the rest.

Like in the example above, visual resumes put the important details, like your achievements, past experiences, and skills that make you an ideal candidate for the position front and center. Its purpose is not simply to be visually appealing, but also to make it easy for the reader to review.

Plus, infographic resumes let you show off your creativity, and if you are applying for a creative job like a designer or a digital marketer, your visual resume itself could serve as an attestation of your talent.

But it may not fit all types of jobs. For example, if you are applying for a legal position, a visual resume may not be in your best interest. And if the place you are applying to won’t appreciate an infographic resume, you can include it in your LinkedIn profile.

If you are doing an infographic resume, then it is important to do it right. To do it right you need to

  • Select the correct types of charts, graphs or diagrams to represent the different types of data. For example, to represent skills you can use a column or bar chart which will allow you to convey your level of expertise in them.

 

  • Keep it simple, concise and easy to read. Or in other words, avoid visual clutter and complex visualizations that will require time for recruiters to understand

 

  • Pick a wise color scheme and not to go with a multitude of colors that would be too distracting. Stick to 1-3 colors of which you can use different tones throughout the template and a white background.

 

  • Have a clear narrative to your visual resume. Like with any other traditional resume, have an order to the way you present information.

An Active LinkedIn Profile

Do you know how I got my current job? Yes, it’s through LinkedIn.

LinkedIn is the largest professional network out there, and it is a great platform for professionals to highlight their skills, achievements, and expertise, and build their personal brand. And more and more recruiters use it to hunt eligible candidates today.

While many recruiters run your name by LinkedIn before calling you for an interview, it is important to maintain a professional presence within the network.

  • Have a completed profile. Don’t leave any field unfilled, especially the basic information. And keep them updated. Some of the details you need to pay extra attention to on your LinkedIn profile are the professional headline, your industry, expertise, skills, and awards.

 

  • LinkedIn is for professionals, therefore use a professional profile picture. And you can further reinforce your personal brand with a relevant background photo.

 

  • Your summary should expand on what is indicated with your headline. It should also focus on your expertise and your career experience. Make sure it is easy to read and avoid making space for meaningless jargon.

 

  • LinkedIn Pulse, LinkedIn’s very own publishing platform, lets you share your posts with the network. This helps increase your reach, gain more visibility and grow your influence.

 

  • Join LinkedIn communities that are relevant to your field. These communities are made of likeminded professionals – and who knows, your future employer might be a member. Maintain an active presence by initiating discussions or participating in them. You can also share your LinkedIn Pulse posts with the communities to increase engagement.

 

  • Get recommendations from people you have worked with. If there are special skills you want to be highlighted, let them know when you contact them.

Being active on LinkedIn thus can help you land your next job.

Blog/ Vlog/ Social Media Pages

You’ll be able to show off your skills further on any of the platforms above. Whether it is a personal blog, an online portfolio, a channel on YouTube or a Facebook page, remember to focus on your expertise and create something of value to your audience.

A strong online presence can make you appear as a promising candidate. And a strong online presence can come in the shape of a blog or site that gets huge traffic, or a YouTube channel that has plenty of subscribers, or a community page or an account on any social media platform with followers.

If you are expecting to integrate these platforms into your personal brand building strategy, remember to always create something that can highlight your skills and present yourself as an expert in the industry.

Some of these techniques might take time, but in the long run, they will serve you well, especially when it comes to building your personal brand and positioning yourself as an ideal candidate for the job you apply to. And it’s never too late to start or try.

 

How to Find and Hire Remote Workers

01 Remote Workers

Hiring remote workers is becoming more commonplace by the day. Remote workers tend to be more productive and considerably less stressed compared to their office-bound counterparts. Hiring remote workers also provides companies, both small and large, a big advantage when it comes to the quantity of candidates available for hire.

There’s a lot to learn about remote workers and in this article we will cover everything from the different types of remote workers, to how to find and hire them.

What is a Remote Worker?

A remote worker is a person who works outside of a conventional office environment. This does not necessarily have to be from home; the employee could even be working from a coffee shop or other off-site establishment.

Companies use different names to identify remote workers, some of these include:

  • Virtual workers
  • Remote employees
  • Telecommuters
  • Web workers
  • iWorkers
  • Mobile professionals

Do You Need Remote Employees?

Having access to remote workers can be a godsend, especially when your company needs help filling open positions. However, there are some disadvantages that should be taken into consideration when deciding whether to hire remote workers. Below we discuss the pros and cons of remote workers.

Pros of Remote Employees

  • You can hire both foreign and domestic workers from locations outside of where your physical offices are, giving you access to a greater talent pool.
  • Using remote workers to outsource certain tasks can save money.
  • If managed right, remote employees in various time zones can enhance the ability to ensure work is getting done around the clock.
  • Employees working remotely have less workplace distractions and are less susceptible to stress.

Cons of Remote Employees

  • If you choose to hire remote workers from overseas, language barriers can come into play.
  • Not being able to meet in person on short notice can cause communication difficulties.
  • It can be much harder to train and onboard new employees who are not in the office.
  • Company culture and camaraderie can suffer from having too many remote workers. Spending time at the water cooler interacting with coworkers is a great way to get to know people’s lives outside of work. This can help nurture better workplace interaction and communication.

Finding Virtual Employees

Where Should You Look?

Although you can find remote workers on a number of major job boards, it is important to note that there are plenty of websites that are designed specifically for remote workers. You are more likely to find suitable employees on these websites with the skills and desire to work remotely. The following are some platforms that are worth considering:

Create Effective Job Postings

You will have to write job postings that get the best remote workers excited to apply for your position. These workers are typically more on the freelance side of business and are usually entertaining more than one job or job offer at once, so creating a job posting that makes people want to work for you is key.

You can achieve this by including your website link, links to various articles that reference your business, information regarding owners and founders, and anything else that can reinforce your reputation/culture as a company. Another good strategy is to include a blurb on your job posting that discusses what life is like as a remote worker at your company. This will let applicants know that you have a fleshed out process for hiring remote workers, making them more likely to apply.

Also important for finding and attracting qualified remote employees is utilizing the many recruiting tools at your disposal. Some of the key resources that should be in your recruiting tool belt are:

  • An applicant tracking system
  • Social media recruiting strategies
  • Performance reviews of past employees to know what works for your company

Interview to Identify the Best Workers

Interviews are always a critical part of the hiring process; however, with hiring remote workers, it’s even more important to get it right.

Draft a suitable email introducing your organization a little more, and ask the candidates to answer about five to ten questions about themselves. Focus these questions on how they will handle various tasks that are relevant to the job. Through these answers you can approximate how eager and motivated candidates are to work for your company.. With remote workers, traits such as conscientiousness, intrinsic motivation and ambition are going to be more important than ever.

With this slimmed down list of remote candidates, it is important to ask the right interview questions. Since these workers will not be under direct supervision, make sure to properly evaluate their abilities, personality and confidence relating to the role. You can ask questions such as:

  • How do you schedule and organize your work day?
  • How do you manage your calendar?
  • How do you organize links, files and tabs on your computer?
  • How do you prioritize tasks?

The ability to concentrate in a distracting environment is an important ability that all remote employees must have. Lack of supervision makes people more prone to various distractions, so a strong work ethic is going to be key.

Look for candidates who have been successful in jobs that involved ownership of projects and activities, and unsupervised time at work. This will ensure you hire the best remote workers.

Final Thoughts

Hiring remote workers is an effective method for solving critical staffing problems as well as raising both productivity and employee morale at your organization. However, it’s important to consider the cons of remote workers as well to ensure it is the best option for your company.

Finding, interviewing and onboarding remote workers can be an involved process. Newton Software offers a full service applicant tracking system built by recruiters who understand the hardships of the recruiting process. Check us out and hire the best remote workers in the most efficient way possible.

Difference between structured, unstructured and semi-structured job interviews

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There are 3 main types of job interviews: structured, semi-structured and unstructured job interviews. In this article you will learn the differences between them so you can decide which one is your best choice for assessing candidates. Tips & tricks for conducting a great interview included!

Job interview types

Recruiters and human resources professionals divide job interviews into 3 different types:

  • Structured interviews
  • Unstructured interviews
  • Semi-structured interviews

Structured interview

A structured interview is a type of interview in which the interviewer asks questions which are planned and created in advance.
Tips&tricks for conducting structured interviews:

  1. Prepare interview questions to ask candidates in advance.
  2. Develop a scale for grading candidates answers.
  3. Take detailed notes of each candidate’s answers.

Unstructured interview

An unstructured interview is a type of interview in which the interviewer asks questions as they arise spontaneously in a free flowing conversation.
Tips&tricks for conducting unstructured interviews:

  1. Keep in mind specific experiences and qualities you are looking for in candidates.
    2. Feel free to explore specific interesting points from your candidate’s resume.
  2. Develop each next questions based on your the candidate’s answer.

Semi-structured interview

Semi-structured interview is a type of interview in which some questions are predetermined and others arise spontaneously during conversation.

Tips&tricks for conducting semi-structured interviews:

     1. Create basic set of interview questions to ask your candidates.

  1. Customize your follow up questions based on your candidates’ answer.
  2. Return to your basic set of questions and repeat the whole process.

Which type of job interview should you use?

You should choose the right type of interview based on the needs of your candidate persona. Create representation of your ideal candidate by defining the characteristics, skills, and traits that make up your perfect hire.

Try to put yourself in your candidate persona’s shoes. Create questions which would allow your candidate person to show of her/his best qualities and skills.

Importance of choosing the right job interview type

Choosing the right type of job interview will help you find and hire your ideal job candidate, improve your candidate experience and make your recruiting efforts more effective and successful.

How do you Retain your Talent the right way? Being Human.

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Question for the start up world.

When you walk into a start up and the first thing they say to HR is “we want a sustainable culture yet, the hyper growth that Facebook or Google went through”. Red flag alert. As the expert, you should already know that these two elements do not happen at the same time. You need to ask them, “Is it Acqusition or Retention?”

This is a conscious effort from your leadership, you simply cannot do this alone. One thing we need to get right is the people in your company defines the future, and this means EVERY SINGLE HIRE you have brought in, and retained.

Acquisition:

You start off with acquisition. Take a company through hyper growth. Hire for headcount show, not for PURPOSE. Your leadership tells you, “hiring slow affects business”. And so, you make it the only agenda in your job to Hire, Hire, Hire, because yes, you were told you can and should do so. They know that it is the talent they have who build their product. It is the talent they have who connects the product to their customers. They know that it is the talent they have who is going to give their customers a better world. So, THEY MUST HAVE IT.

This is the most exciting part of a start up, the expansion phase. Of course it is! You’re selling a great dream every single day. You even end up believing in it yourself. The propaganda.

So now, you think if I can hire all these great people, I can retain them too because we’re all in this together.

WRONG.

Retention:

All these great talent, all of these great people you have just brought in to build this dream are also very smart people. If they weren’t, you wouldn’t have bat an eyelid at them at the first instance. Their experiences are top notch, their technical skills are second to none. But you forgot to ask, “what is YOUR DREAM?”

Every employee has a dream, GREAT employees CHASE their dreams. If you want to retain greatness, must give them the work, life satisfaction they seek.

Because they are human, just like you.

Let’s put it this way, a satisfied employee is an engaged employee. We all know that high engagement brings profitability to the company, because losing people costs you ££. Don’t be daft, of course it does.

Losing talent is not something to be proud of.

So what do you need to do? 2 things.

Empowering your employees:

Oh, did I hate it when Steve Jobs put A,B,C players in boxes and he used to say that Apple is successful because their A players run circles around other B,C rejects from the company. I cannot help but felt how derogatory this is to the majority of people who were never given the opportunity to graduate from Stanford. Great leadership encourages self improvement instead of firing low performers. They listen intently and believe in them. I know this because I’m empowered every day and it’s not a fairytale. Man, am I lucky.

Trust and respect:

Give your employees generous boundaries. Contrary to conventional wisdom, boundaries don’t restrict team members; it means you TRUST them. Let them have autonomy, and let them prove to you they can do it too. No one was born to know exactly what to do with their lives, but they learn along the way. Credible leadership believe in their employees, and let them get on with it.

Needless to say, employees who are engaged shows better performance because they hit your happiness index right at the mark you want them to be. So leaders need to remember, their success is your greater success. Treat them how you want to be treated.

Stop making excuses. Humanise your company now.

Polishing These Skills Will Improve You As a Leader

Being a leader is not a state one finds himself in, but the number of actions he performs every day. And before each action, there is usually a difficult decision which must be made according to personal and organizational values. That’s why it can be very hard to become a good leader, not to mention excellent one. And as a leader, you need to achieve excellence if you want your company to blossom with accomplishment. In a turmoil of today’s dynamic organization, the role of a leader is critical – you’re the one who must have a clear vision of the values, the knowledge how to implement and establish them, and the power to sustain them. You need to stand behind everything your organisation presents and to be passionate about it in order to motivate other employees to follow your example. Sometimes this enormous task seems impossible for one person to carry, but there are some basic powerful skills which can make the task much easier. Of course, that doesn’t mean that there is a strict set of rules you need to follow to become a good leader – one of the most important leadership components is the ability to perform authentic actions. Nevertheless, polishing these skills will definitely improve you as a leader.

Walk the talk

As a leader, you have a role of a general in a modern war that rages among strong competition. But that doesn’t mean all you need to do is shout orders and observe from the distance. If you’re sending your ‛army’ to march ahead, that means you’re sending them to unknown, to the territory you’ve never been to. That’s why you should always say ‛follow me’ and lead your employees by example. They will follow your every move as long as they are certain that what you do is equal to what you say. By setting up an example for them you earn their trust and confidence. They’re not the only ones who must prove their worth, it’s also the other way around. And once you’ve set an example, remember to make your actions according to it. Without consistency, all your words will be gone with the wind.

But still, talk

That doesn’t mean that words are not important. You can’t act on the principle ‛I’ve shown you how it’s done, now shut up and repeat’. You’re not a god or a statue of an idol – in order to lead people you need to be a man of flesh and blood. You need to be a part of the group and you need to know how to communicate with them in a transparent and respectful way. Fear and intimidation have never been good motivators, so you need to lock up your ego and throw away the key. If you’re able to understand your employees you will also be able to encourage them and boost their problem-solving and creativity.

And occasionally, listen

Communication is a two-way street. You’re not the smartest person in the world and if you’re in need of advice that doesn’t make you weak. As the matter of fact, fearing to ask for advice is a sign of the lack of confidence and that is certainly not good for leadership. You need to set an example and show your employees that there is always more things to learn in order to encourage them to develop their skills further. You can always turn to a trusted colleague, but today’s highly competitive nature of business usually requires a mentor, for it’s not only about gaining knowledge but also about deciding which way to go. An experienced executive coaching professionals can help you determine your clear goals using a variety of behavioral methods and techniques. That way you’ll require advice, but also feedback and guidance, which will establish a fresh view on issues at hand.

But, most of all, feel

There cannot be a good organisation if all the people inside it are not well connected. And the best way to connect with your employees and develop a strong and unbreakable bond is through emotions. You need to be aware of your employee’s emotional states and to learn how to interpret them correctly because that form of communication can give you far more insight than spoken words. But first, you need to connect with your own emotions, to understand them and control the way you feel and the reactions that feelings produce. Only then will you be ready to pick up the emotional signals of others in order to prevent conflict and improve the workforce.

And then express it

Of course, it is not enough just to become aware of your emotions, you need to express them. If you’re not showing your emotions in front of your employees they will also suppress theirs, and then bye-bye to all that valuable insight and bonding. On the other hand, you need to be careful not to express everything – anger and weakness are not good things for people to see in a leader. You need to show them that you truly believe in the organizational goals you’ve established and to be truly passionate about it. Passion spreads like fire, and when in flames you’re willing to take the greatest risks and take all responsibility.

As we said at the beginning, these are not rules, simply very useful skills. You should always encourage individuality and creativity. Your goals should be to motivate, inspire and engage the people around you. These skills are your best tools for the job, and now the improvisation may begin.

Recruitment Marketing Software is a software program designed to attract top talent.

Benefits of Recruitment Marketing Software?

Benefits of Recruitment Marketing Software?

Recruitment Marketing Software is a software program designed to attract top talent. Recruitment Marketing Software utilizes an innovative idea of applying marketing methods to recruitment process in order to find, attract, nurture and engage candidates and turn them into job applicants.

What is Recruitment Marketing Software?

Recruitment Marketing Software is a software program, tool or platform designed to automate, simplify and fasten the process of finding, attracting, engaging and nurturing high-quality candidates.

In comparison with regular, old-fashioned recruiting software, Recruitment Marketing Software uses an innovative idea of applying marketing methods to recruitment process in order to attract top talent.

What are the benefits of Recruitment Marketing Software?

Recruitment Marketing Software offer solutions for all the 5 stages of Recruitment marketing process: Finding, Attracting, Engaging, Nurturing potential candidates and Converting them into applicants who apply for your open job positions.

inbound-recruiting-strategy

Recruitment Marketing Software offers innovative features for finding high-quality candidates. With web sourcing you can easily passive job seekers, your best job candidates. You can also post your job ads to multiple free and premium job boards with just one click, set up a Social Media job ad promotion and Employee Referral Programs.  

Recruitment Marketing Software is especially useful for attracting candidates. Recruitment Marketing Software offers features for improving your Employer Branding and Social recruiting strategy and creating an attractive branded career site – no coding skills necessary!

With Recruitment Marketing Software you can engage and nurture your candidates on a whole new level. You can advance and automate your Candidate Relationship Management and email recruiting campaigns, which will create a better candidate experience and save you a ton of time!

Finally, Recruitment Marketing Software provides tools for successfully converting candidates and tracking your whole recruiting process. Form user-friendly application form to highly advanced hiring analytics and reporting.

Who can use Recruitment Marketing Software?

Recruitment Marketing Software was created for recruiting experts like recruiters and HR professionals.

However, since modern Recruitment Marketing Software is user-friendly and easy to use, many small companies without specialized HR professionals have also started using this tool.

With Recruitment Marketing Software, small companies can handle the whole full cycle recruiting process and all related marketing operations in house. In that way they save a lot of money they previously had to spent on recruitment agencies services.

Which Recruitment Marketing Software to buy?

Not every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. Which one is the ideal for you?

There is a proven strategy that helps in making the best decision about which tool to buy.

Step 1

First, start with identifying your recruiting goals and challenges.

Step 2

Second, check out the extensive list of solutions offered by Recruitment Marketing Software and see if you can find solutions for your challenges.

Step 3

Third, pick the recruiting software that best suits your needs.

That’s it! 🙂

P.S. You can also download 2018 Guide for Buying a Recruiting Tool. It offers interesting insights and useful advices for buying a recruiting software tool.

5 Tips for Startups for Achieving Global Reach

Sometimes, your product or service will be such that there’s no practical reason to restrict your operations to your local region. In this situation, it might be more lucrative to aim for global reach. Sure, you don’t have to appeal to the whole world at the same time, however, sometimes it’s enough just to make your product universally available. In order to get the most out of it from the very start, you need to learn how to achieve a global reach with your startup in the simplest, most cost-effective way. Here are five tips that might help you out.

Build a highly graphic brand

One of the first lessons that every startup should take is one made by one of the world’s largest brands Coca-Cola. During their Ramadan campaign, they removed all the labels from their cans, yet all the world was still able to clearly recognize their products. The color of the cans, as well as the iconic curved white line in the middle, is as clear of an indicator for the brand as its logo, however, unlike the logo, it is completely language-independent. Of course, the chance of a startup reaching the same level of brand recognition isn’t that high, however, what you can do is set your mindset in this direction. For instance, you can try to tell your story in images rather than verbalize it and in this way breach the language barrier.

Outsource

In the present-day business world, achieving a global reach is nearly impossible without outsourcing. This is due to the fact that you simply can’t reach that quality of service with your in-house team without some major investments. Subsequently, if you reach a certain level of expertise in your own field of specialty, you will start outsourcing certain features, and in this way more than justifies this deficit. As for the quality of services, outsourcing significantly expands your talent pool. For instance, you get to work with a renowned Hong Kong SEO company, collaborate with customer service experts from India and manufacture products in China. In other words, you get a much higher department cost- efficiency on every level possible.

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Remote workers

Aside from working with remote agencies, you can resort to hiring individuals in the same manner, as well. With remote workers, you get to increase your talent pool, which can help you get the most efficient experts on your team, without going through too much trouble. However, aside from this transparent efficiency in productivity, you also get to diversify your operations. In other words, you get to further diversify your company, which may give you a greater insight into a greater number of regions. All in all, in a situation where you decide to include another market to the list, you get the privilege of knowing at least one local professional that you can rely on, even if it’s just an advice you need.

Competition

One of the greatest misconceptions about the competition is the idea that this is somehow an exclusively bad thing. In reality, this is only true if you have nothing fresh to offer. Competitors that come before you can prepare the market for your arrival and even make a contrast in favor of your superior offer. Upon your arrival, the local customer base will compare you to your competitors and, if you have a superior offer, you will be regarded more highly than if they had no point of reference whatsoever. Moreover, a healthy competition indicates a well-developed market, which often turns out to be much more lucrative.

Providing customer support in more languages

Finally, there’s no better way to show the local market just how highly you value them as customers than to address them in their local language. While creating a local version of your website (with a local extension) is a great idea it is even more important to include a customer support in their language. This is due to the fact that such a thing provides a direct value to your customers, which is something that they are bound to appreciate. In the era of chatbots, this can be pulled off even without having to hire local customer support representatives or outsourcing to a local customer support agency.

Conclusion

Keep in mind that each region has its own rules of the game and that sometimes startups have a hard time penetrating their local market, let alone becoming an international trend. Sure, starting a campaign for every single region is certainly more efficient but it isn’t necessarily worth your while. For the time being, establishing a global presence through the above-listed five methods might be your safest bet.

What is an Applicant Tracking System (ATS) and why do you need it?

What is an Applicant Tracking System (ATS) and why do you need it?

What-is-an-ATS-Applicant-tracking-system

An Applicant Tracking System (ATS) is a software created to automate, fasten and improve your hiring process. In this blog we will explain how using an ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals.

What is Applicant Tracking System (ATS)?

An Applicant Tracking System (ATS) is an HR software designed to simplify and fasten your entire recruiting process.

The need for speed is one the biggest pain points for modern recruiting professionals.

This is not surprising considering that the average hiring process lasts for 2 to 3 months, while the top candidates stay on the job market for 10 days only.

HR-statistic-hire-faster

Applicant tracking system offers a wide range of solutions for other hiring challenges too, such as finding candidates and processing their applications.

What are the benefits of using an Applicant Tracking System (ATS)?

The vast benefits of using an Applicant Tracking System (ATS) are best demonstrated by its ability to improve three most important hiring metrics. ATS is proved to improve the time, cost and quality of hire.

According to research, 86% of recruiting professionals stated that using an ATS has helped them hire faster, and 78% of them confirmed that using an ATS has improved the quality of candidates they hire.

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Applicant Tracking System (ATS) features

ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals by offering following features:

Sourcing features

ATS can help you find candidates with advanced web sourcing, employee referral programs and social recruiting.

Career site

With ATS you can create a beautiful, branded career site in just a few minutes, with no coding knowledge needed!

Job boards

Using an ATS will save your time by offering the possibility of posting your job ads on multiple job boards with just one click.

Candidate database

The main function of ATS is to provide a central location and an easily searchable database of all your candidates.

Candidates’ profiles

An ATS automatically stores all of the applicant’s documents and creates rich, searchable candidates’ profiles.

Resume parsing and screening

One of the most useful ATS features is the automatization of time consuming resume parsing and screening activities.

Interview scheduling

With modern ATS send automated emails with interview appointment that automatically sync with your work calendar.

Candidate testing

An ATS offers customizable scorecards you can use to evaluate your candidates.

Automated email responses

ATS offers a variety of customizable email templates, which can be personalized and send in bulks with just a few clicks.

Powerful analytics

ATS automatically tracks and measures your most important hiring metrics.

Recruitment reports

With ATS you can easily create, export and share beautiful reports with most important hiring metrics.

Team collaboration

ATS makes it easy to share info about candidates with team members who need them.

Need an Applicant Tracking System?

Check out TalentLyft, our all-in-one recruiting solution that helps recruiters find, attract, select and hire best talent out there!

How HR Can Be the Rock Star of Employee Experience

Written by Deepak Bharadwaj, General Manager of the HR Business Unit at ServiceNow

In 1981, James Hetfield, an unknown vocalist and guitarist responded to an advertisement posted by drummer Lars Ulrich in a local newspaper. From this meeting, Metallica was born.

As a huge fan of Metallica, my ears are still ringing from the last concert I attended in San Francisco’s Golden Gate park. Every time I see them live I walk away amazed at their talent. For many, Metallica is the epitome of heavy metal, and while many of their peers from the 80s and 90s have faded away, Metallica is going strong. They released their tenth albumin2016 and have sold more than 58 million albums, a number only exceeded by the Beatles and Garth Brooks.

I’ll spare you the rest of the history lesson, but I hope you will indulge me on what makes this band so popular: What may sound like loud noise to some is a four-person group coming together, each with their own style and backgrounds to create a finely orchestrated metal experience.

HR leaders can draw inspiration from Metallica and its frontman, James Hetfield. The key to a successful organization isn’t much different than what makes a band successful. A band finds success when they can pull all of the different parts together – lead guitar, rhythm guitar, bass guitar, drums and vocals – all working in perfect harmony creating that sublime listening experience for the audiophile. Similarly, an organization finds success when all departments providing service to employees – IT, facilities, finance, legal and of course HR come together to create that unparalleled end-to-end employee experience. And HR must be in front with responsibility and accountability for this outcome.

Take onboarding for example: HR helps set an employee up with their tax forms, direct deposits, benefits packages and employment contracts, IT also has to to provision their laptops and accounts, while the office manager helps with a desk area and whatever other supplies may be needed. It is hard to imagine an effective onboarding process that does not bring all of these departmental services together. Yet, for many years HR has operated in a silo with little interaction with other departments leading to often disjointed processes. But employee expectations in the workplace have changed significantly, and HR can no longer ignore collaborating with others outside HR. It takes all departments working together to provide a positive and exceptional employee service experience.

While Hetfield wrote the lyrics to “Enter Sandman,” it was lead guitarist Kirk Hammett who did the riffs. The end result was a song referred to as one of Metallica’s best moments and earned them a place on Rolling Stone Magazine’s “500 Greatest Songs of All Time” list. Its time for HR to create that well-orchestrated masterpiece.

Before we get into the “how” let’s begin with the “why.”

Employees first (♪ Nothing Else Matters ♪)

I’ll start with the backbone of the organization, its employees. When you look at the employee experience, one of the most important things to consider is employee interactions with HR and other departments that provide service. If employees are frustrated with the level of service they experience, then something needs to change.

Today’s employees want their experiences at work to be just as easy as ordering a Lyft or shopping on Amazon or booking an AirBnb or filling out their tax returns with Intuit’s Turbotax. They want easy and fast access to information without having to spend time searching or having to ask around. They want to be able to make a request and receive regular updates and reminders if further action is needed, but with little to no exposure to what’s going on “behind the scenes” to fulfill the request. From their standpoint, providing this level of service across the enterprise should be a top priority for organizations and they look to HR to own that end-to-end experience for important life events such as having a baby, a promotion, a transfer or onboarding. Yet, a recent study ServiceNow commissioned of 1,850 business leaders shows that HR is the department most in need of a “reboot.” Not only that, the study also revealed that the three most inefficient processes also happen to be HR-related – employee relocations, leaves of absence, and onboarding.

Enough is enough, it’s time for a change.

HR is the Lead Vocal ( Master of Puppets )

When James Hetfield was asked about Metallica’s hit Master of Puppets and what it meant for the band he explained that they were “definitely peaking” and that the album had “the sound of a band really gelling, really learning how to work well together.” Drawing inspiration from that massive hit of a song, I’d like to suggest that given the employee expectations in today’s world, it is time for HR organizations to begin “peaking” and reaching new levels of effectiveness by coordinating across the organization and “gelling” the various departments and processes. By doing so, HR becomes the lead vocalist and leader of the employee service experience, making sure processes and tasks get completed with complete end-to-end visibility.

Almost all employee life-event services provided by HR touch other departments. With better cross-departmental coordination, companies are sure to see increases in efficiency, greater visibility into processes, and overall happier and more productive employees.

Here are four steps for organizations to achieve cross-departmental success:

  • Clean up shop. Before anything, each department needs to clean up their act and get organized. HR cannot successfully bring departments together if individual departments are bogged down in managing requests in an unstructured manner.
  • Unite departments. Work towards a “team” approach by getting all departments involved. Welcome ideas and have open discussions about how departments can work together better to provide the best end-to-end employee service experience.
  • Constant communication. Provide a way to communicate back and forth effectively, between departments and with employees. Be transparent and open with departments as you help guide them through processes while reminding them of the benefits to their group and the organization.
  • Ongoing optimization. Use analytics and employee feedback to determine what is working and what can be improved. This should be an ongoing process that is constantly evolving and proactively looking for ways to be more effective.

While HR may not officially belong to the Rock and Roll Hall of Fame, HR organizations can certainly be rock stars within their company. By bringing departments together and working as a team, not in silos, HR can lead the way in improving the employee service experience.